The switch to 2 mandatory office days has marked a shift from a modern startup to a corporate control-heavy environment. Leadership frames it as a move toward “structure” and “collaboration,” but in reality it’s removed flexibility and increased stress. My manager is not even in the same country as I am... so what's the point of in-office team bonding?
They claim we're focusing on profitability, but they seem to ignore the real costs: attrition vs. rehiring, rising office utilities and bills. We barely had coffee last time...
The company’s recent internal communication around the RTO policy has highlighted a growing disconnect between leadership understanding and employee reality. Management attributes the dissatisfaction to employees simply needing “time to bed in” rather than acknowledging the genuine disruption and loss of flexibility and autonomy many are experiencing.
Despite repeated concerns from the people, the policy continues to be described as “working well” though no clear metrics or outcomes have ever been shared to support that claim. The company insists the RTO framework isn’t about removing flexibility, yet attendance is mandatory and personal circumstances are rarely taken into account (with a few exceptions, thank God).
Internal communication around the change has been PR-heavy, focused on diplomacy rather than how it’s affecting morale, mental health, or work–life balance.
Employees are also subtly discouraged from sharing feedback externally, being reminded to raise concerns internally instead. Mayyyyybe we already have shared these concerns internally but we haven't been heard?
Finally, they've mentioned that “nothing has changed for many” which completely ignores those who built their routines, housing, and family life around the flexibility that was previously offered. If nothing has changed for most, it’s unclear why the enforcement was needed at all.
Meanwhile, energy continues to go into meaningless changes rather than improving product quality or customer experience. Support operations increasingly resemble a call-centre model, career growth and recognition are inconsistent, and morale remains low as people grow afraid to speak up for fear of layoffs or retaliation. No focus on long-term value (for both customers and employees) whatsoever
